Emotional Quotient Self-Score Questionnaire

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Emotional Quotient Self-Score Questionnaire"

Transcription

1 Emotional Quotient Self-Score Questionnaire

2 Introduction This questionnaire is designed to help you evaluate aspects of your Emotional Intelligence (EI). It determines you Emotional Quotient or EQ, a competence based measure relating to Emotional Intelligence. Emotional Intelligence is a term used to describe the way in which we handle both our own emotions and those of others and the impact they have on both ourselves and others. In this questionnaire the following factors will be explored: Self-Awareness Self-Management Social Awareness Social Skills In the questionnaire you will be asked to rate yourself with regard to certain observable behaviours; as this is self-assessment you should clearly respond as honestly as possible. The object is to help you identify areas of relative strength and those areas with the potential for development. It is unlikely anyone will be strong in everything so try to be discerning in your use of the scale. At the end of the question section you will find instructions for marking your responses.

3 Section One For each statement below, decide which of the answers on the following scale best describes you and enter the rating against the question number on the answer 5 Very Good 4 Good 2 Could be better / Inconsistent 1 Not very good / Often neglect this 3 Acceptable / OK sheet: 1. Acting confidently when I have some relevant expertise or experience 2. Taking decisions without approval or support 3. Evaluating when I am close to the limit of my capabilities 4. Sharing with others when I am uneasy about taking on task 5. Managing how much pressure I put myself under 6. Identifying when I am starting to feel under pressure 7. Being open about the emotional impact events may have had on me 8. Recognising when my feelings may be impacting on my judgement 9. Anticipating accurately my reaction to events 10. Admitting when my behaviour may have been unreasonable

4 Section Two For each statement below, decide which of the answers on the following scale best describes you and enter the rating against the question number on the answer 67 5 Very Good 56 4 Good 34 2 Could be better / Inconsistent 1 Not very good / Often neglect this 3 Acceptable / OK sheet: 11. Maintaining a calm appearance when my situation becomes uncomfortable 12. Making my actions match my words 13. Controlling any potentially emotional outbursts 14. Staying openly committed on tasks I do not consider worthwhile 15. Holding back from expressing criticism of others 16. Adjusting rapidly when the situation changes 17. Tackling obstacles and problems rather than simply complaining about them 18. Initiating action on tasks without needing to be asked 19. Taking advantage of new opportunities in the workplace 20. Considering all criticism non-defensively

5 Section Three For each statement below, decide which of the answers on the following scale best describes you and enter the rating against the question number on the answer 89 5 Very Good 78 4 Good 56 2 Could be better / Inconsistent 1 Not very good / Often neglect this 3 Acceptable / OK sheet: 21. Sensing when others are feeling down or upset 22. Addressing the needs and concerns of others 23. Alerting others when the harmony within the group is under strain 24. Taking account of others agendas and priorities when making presentations 25. Being sensitive to the political undertones in the organisation 26. Spotting where personality clashes may impact on work performance 27. Identifying where alliances could be built with other areas 28. Appreciating the pressures under which others are operating 29. Anticipating customer needs 30. Generating ideas that others find attractive

6

7 Section Four For each statement below, decide which of the answers on the following scale best describes you and enter the rating against the question number on the answer Very Good Good 78 2 Could be better / Inconsistent 1 Not very good / Often neglect this 3 Acceptable / OK sheet: 31. Taking the lead whenever there is an opportunity to do so 32. Working through informal networks to get things done 33. Influencing the thinking of others 34. Presenting ideas in a way that engages others and inspires them to achieve more 35. Providing feedback which others act on 36. Supporting others in their learning and development 37. Communicating clearly and effectively 38. Listening attentively 39. Cooperating fully with others to achieve goals 40. Handling disagreements and confrontations positively

8 Emotional Quotient Answer Sheet Enter your response to each question in the relevant box: SECTION ONE TWO THREE FOUR S1 = S2 = S3 = S4 =_

9 EMOTIONAL QUOTIENT QUESTIONNAIRE MARKING GUIDE INSTRUCTIONS The Answer Sheet is arranged so that scores are entered in to the boxes provided in FOUR columns one for each Section. Add up the scores for EACH column. The Total of the scores in column S1 gives the total for Self-Awareness; S2 for Self Management; S3 for Social Awareness; S4 for Social Skills To enter the scores on the grid provided you must first convert the total scores for each column to a 1-10 score. This can be found in the table below. Convert each column total and then plot on the grid provided. TOTAL SCORE for Column 1 10 ON GRID

10 EMOTIONAL QUOTIENT INTERPRETATION GRID 1. Now plot the converted totals on the grid below by placing X in to the relevant box 2. You can now see your relative scores on the four key factors of EQ High Low 1 S1 TOTAL Self- Awareness S2 TOTAL Self- Management S3 TOTAL Social Awareness S4 TOTAL Social Skills

Emotional Intelligence Self Assessment

Emotional Intelligence Self Assessment Emotional Intelligence Self Assessment Emotional Intelligence When people in the workplace do not act with Emotional Intelligence (EQ) the costs can be great: low morale, bitter conflict and stress all

More information

AC COMPETENCY FRAMEWORK Revised June 2012

AC COMPETENCY FRAMEWORK Revised June 2012 AC COMPETENCY FRAMEWORK Revised June 2012 Coaching competencies for All Coaches 1. Meeting ethical, legal and professional guidelines 2. Establishing the coaching agreement and outcomes 3. Establishing

More information

Sample Report: ESCI: EMOTIONAL & SOCIAL COMPETENCY INVENTORY

Sample Report: ESCI: EMOTIONAL & SOCIAL COMPETENCY INVENTORY Sample Report: ESCI: EMOTIONAL & SOCIAL COMPETENCY INVENTORY All Rights Reserved The Hay Group IMPORTANT NOTE: The information provided in the following pages is provided for reference only. The material

More information

Emotional Competence Framework Introduction and background The Framework Personal Competence SELF - AWARENESS Emotional awareness

Emotional Competence Framework Introduction and background The Framework Personal Competence SELF - AWARENESS Emotional awareness Emotional Competence Framework Much of the material is modified from Working with Emotional Intelligence by Daniel Goleman (Bantam, 1998). The Consortium for Research on Emotional Intelligence in Organizations.

More information

Foundation Level Competency Model

Foundation Level Competency Model Change Manager Foundation Level Competency Model The Change Manager Foundation competency model sets an independent industry benchmark for ENTRY LEVEL change management practitioners. This competency model

More information

Sam Sample Sam@psytech.com RESPONDENT FEEDBACK REPORT 360 APPRAISAL. Psychometrics Ltd.

Sam Sample Sam@psytech.com RESPONDENT FEEDBACK REPORT 360 APPRAISAL. Psychometrics Ltd. Sam Sample Sam@psytech.com RESPONDENT FEEDBACK REPORT 360 APPRAISAL ABOUT THE PSYTECH 360 APPRAISAL 360 appraisals compare an individual's self ratings on a number of behavioural competencies to the ratings

More information

The Emotional Intelligence Association. Developing the Emotional Intelligence of Leaders

The Emotional Intelligence Association. Developing the Emotional Intelligence of Leaders Developing the Emotional Intelligence of Leaders Workshop Aims By the end of the workshop you will be able to: Understand the key principles of Emotional Intelligence. Identify your own current levels

More information

Emotional Quotient. Michael Sample. CEO Sample Co. 5-22-2013. Your Address Here Your Phone Number Here Your Email Address Here

Emotional Quotient. Michael Sample. CEO Sample Co. 5-22-2013. Your Address Here Your Phone Number Here Your Email Address Here Emotional Quotient CEO Sample Co. 5-22-2013 Introduction The Emotional Quotient report looks at a person's emotional intelligence, which is the ability to sense, understand and effectively apply the power

More information

M&LD13 Support individuals to develop and maintain their performance

M&LD13 Support individuals to develop and maintain their performance Overview What this unit is about This unit is about supporting individuals to develop and maintain their at work. These may be people in your own team or individuals from another work group to whom you

More information

Competencies for Deputy Principal JMB Framework

Competencies for Deputy Principal JMB Framework Competencies for Deputy Principal JMB Framework 8 In 2011 a group of Principals, Deputy Principals, Chairpersons of Boards of Management and representatives of Trustees working with the JMB identified

More information

Taking the Nadler EI Self-Assessments

Taking the Nadler EI Self-Assessments Page 1 Taking the Nadler EI Self-Assessments Thank you for your interest in assessing your Emotional Intelligence (EI). In leadership development and succession planning one of the first places to start

More information

360 Degree Feedback Report

360 Degree Feedback Report Report Preview 360 Degree Feedback Report Your Organisation 360 Feedback Report Date Created : Thu 23 Aug 2007 Contribution Breakdown Peer 1 Manager 1 Self 1 Direct Report 1 Other 1 Customer 1 Stakeholder

More information

Reflection. Structured reflection

Reflection. Structured reflection 1 Reflection Reflection is an everyday process. We reflect on a range of everyday problems and situations all the time: What went well? What didn t? Why? How do I feel about it? We don t usually follow

More information

Emotional Intelligence: Skill Building

Emotional Intelligence: Skill Building Emotional Intelligence: Skill Building Emotional intelligence is the ability to understand your own emotions as well as others. Emotional intelligence is important to effectively manage behavior, to navigate

More information

ELEMENTARY STUDENT SELF-ASSESSMENT

ELEMENTARY STUDENT SELF-ASSESSMENT Why to Use this Tool Learning kindness, like any other instructional content, takes time and practice to master. Using language and acting in a way that inspires kindness may be intuitive but is also a

More information

Leadership Practices Questionnaire Self Assessment

Leadership Practices Questionnaire Self Assessment Leadership Practices Questionnaire Self Assessment In this survey there are thirty statements about the things that leaders do. The statements all describe behaviours or activities. Please read each statement

More information

Wiltshire Council s Behaviours framework

Wiltshire Council s Behaviours framework Wiltshire Council s Behaviours framework It s about how we work Trust and respect Simplicity Responsibility Leadership Working together Excellence Why do we need a behaviours framework? Wiltshire Council

More information

Activity 3 How effective a communicator are you?

Activity 3 How effective a communicator are you? Activity 3 How effective a communicator are you? 3 Purpose To enable participants to gain feedback on the effectiveness of their communication methods.to establish the different styles of communication

More information

COMHAIRLE NAN EILEAN SIAR Roinn an Fhoghlaim is Seirbheisean Chloinne Education and Children s Services Department

COMHAIRLE NAN EILEAN SIAR Roinn an Fhoghlaim is Seirbheisean Chloinne Education and Children s Services Department COMHAIRLE NAN EILEAN SIAR Roinn an Fhoghlaim is Seirbheisean Chloinne Education and Children s Services Department Professional Review and Development for Teachers: Self-Evaluation: The Standard for Leadership

More information

DRIVERS QUESTIONNAIRE

DRIVERS QUESTIONNAIRE DRIVERS QUESTIONNAIRE Drivers are; - Unconscious internal pressure that makes us do things certain ways, e.g. with speed, perfection, little emotion etc. - Often inappropriate or unhelpful in obtaining

More information

Customer Service Creating positive outcomes to customer complaints

Customer Service Creating positive outcomes to customer complaints Customer Service Creating positive outcomes to customer complaints Time: 30-40 minutes Like any business, we have to deal with angry or unhappy customers as part of our roles and it s never easy. If we

More information

CODE OF ETHICAL CONDUCT

CODE OF ETHICAL CONDUCT CODE OF ETHICAL CONDUCT 1. PURPOSE The WWF-Australia Code of Ethical Conduct sets the standards of behaviour and describes the decision making processes expected of all WWF-Australia Board members, staff

More information

HE STEM PROGRAMME UNIVERSITY OF BIRMINGHAM EPS GRAND CHALLENGE SKILLS AND DEVELOPMENT LOGBOOK

HE STEM PROGRAMME UNIVERSITY OF BIRMINGHAM EPS GRAND CHALLENGE SKILLS AND DEVELOPMENT LOGBOOK HE STEM PROGRAMME UNIVERSITY OF BIRMINGHAM EPS GRAND CHALLENGE SKILLS AND DEVELOPMENT LOGBOOK Content taken from the University of Birmingham Careers and Employability Centre >Progress> skills and development

More information

What was the impact for you? For the patient? How did it turn out? How has this helped you in your job? What was the result?

What was the impact for you? For the patient? How did it turn out? How has this helped you in your job? What was the result? EXAMPLE VALUE BASED INTERVIEW QUESTIONS VALUE LEADING QUESTION FOLLOW UP QUESTIONS KEY CRITERIA Compassion Give me an example of a time when you were particularly perceptive regarding a Describe what you

More information

Need Information? Go to: www.chr.alberta.ca/apscompetencies. Have Questions? Email: apscompetencies@gov.ab.ca

Need Information? Go to: www.chr.alberta.ca/apscompetencies. Have Questions? Email: apscompetencies@gov.ab.ca Need Information? Go to: www.chr.alberta.ca/apscompetencies Have Questions? Email: apscompetencies@gov.ab.ca Table of Contents Background... 3 Why Behavioural Competencies?... 3 The APS Competency Model...

More information

Relationship Changes Following Traumatic Brain Injury. Information for Patients and their Families. Talis Consulting Limited

Relationship Changes Following Traumatic Brain Injury. Information for Patients and their Families. Talis Consulting Limited Relationship Changes Following Traumatic Brain Injury Information for Patients and their Families Talis Consulting Limited Why can a Head Injury affect Whole Families? All of us live our lives embedded

More information

Interpersonal Communication Skills Inventory

Interpersonal Communication Skills Inventory Purpose This Interpersonal Communication is designed to provide individuals with some insights into their communication strengths and potential areas for development. By answering each question candidly,

More information

Developing your EQ (Emotional Intelligence) Dominic Siow Trainer Speaker Coach, EQ Strategist People Empowerment Solutions

Developing your EQ (Emotional Intelligence) Dominic Siow Trainer Speaker Coach, EQ Strategist People Empowerment Solutions Concurrent Session 1C Developing your EQ (Emotional Intelligence) Dominic Siow Trainer Speaker Coach, EQ Strategist People Empowerment Solutions Developing your EQ (Emotional Intelligence) Dominic Siow,,,

More information

EMOTIONAL INTELLIGENCE. Distributed by: Performance Programs, Inc. www.performanceprograms.com 1-860-388-9422

EMOTIONAL INTELLIGENCE. Distributed by: Performance Programs, Inc. www.performanceprograms.com 1-860-388-9422 EQ THE EMOTIONAL INTELLIGENCE ABILITY TO IDENTIFY AND MANAGE ONE S OWN AND OTHERS EMOTIONS. Report for John Doe ID HB690564 Date July 22, 2013 2013 Hogan Assessment Systems Inc. Introduction The Hogan

More information

british council behaviours www.britishcouncil.org

british council behaviours www.britishcouncil.org british council behaviours Mat Wright Mat Wright Mat Wright CREATING SHARED PURPOSE I gain the active support of other people so they are fully engaged and motivated to contribute effectively. I do this

More information

DESCRIBING OUR COMPETENCIES. new thinking at work

DESCRIBING OUR COMPETENCIES. new thinking at work DESCRIBING OUR COMPETENCIES new thinking at work OUR COMPETENCIES - AT A GLANCE 2 PERSONAL EFFECTIVENESS Influencing Communicating Self-development Decision-making PROVIDING EXCELLENT CUSTOMER SERVICE

More information

The Importance of Emotional Intelligence in Healthcare

The Importance of Emotional Intelligence in Healthcare The Importance of Emotional Intelligence in Healthcare Presented by Cooper University Health Care Employee Assistance Program Risa D. Swell, LCSW, CEAP, Director 856-342-2280 Objectives Understand Emotional

More information

Daniel Goleman s Model (2 of 4)

Daniel Goleman s Model (2 of 4) Daniel Goleman s Model (2 of 4) Personal Competence What I See Self-awareness Ability to accurately identify emotions of one s self What I Do Self-management Ability to manage emotions and behavior to

More information

INTEGRAL 360 LEADERSHIP & MANAGEMENT PROFILE

INTEGRAL 360 LEADERSHIP & MANAGEMENT PROFILE INTEGRAL 30 LEADERSHIP & MANAGEMENT PROFILE Sammy Sample INTRODUCTION TO THE INTEGRAL LEADERSHIP & MANAGEMENT 30 PROFILE (ILMP) The Integral Leadership & Management 30 Profile (ILMP) is a 30 feedback process

More information

Challenging Behaviour / Violence & Aggression

Challenging Behaviour / Violence & Aggression Challenging Behaviour / Violence & Aggression Challenging behaviour and violence & aggression are phrases that can provoke different responses in different people: They may feel fear, anxiety, it may remind

More information

Gaining Change Skills

Gaining Change Skills STAGE 2 COPY Anticipating Change NOT FOR USE IN TRAINING PROPERTY OF SPENCER JOHNSON PARTNERS The World s # 1 Way To Deal With Change Taking New Actions Now Gaining Change Skills Moving Beyond Fear Imagining

More information

How to use the Toolkit. Further resources

How to use the Toolkit. Further resources Contents How to use the Toolkit ix CONTENTS Introduction xi Further resources xix Activity Self-assessment Activity 2 Clear learning goals 9 Activity 3 Understanding the three main behaviours 3 Activity

More information

Change Management Practitioner Competencies

Change Management Practitioner Competencies 1 change-management-institute.com Change Management Institute 2008 Reviewed 2010, 2012 Change Management Practitioner Competencies The Change Management Practitioner competency model sets an independent

More information

Getting the best from your 360 degree feedback

Getting the best from your 360 degree feedback 1 Contents Getting the best from your 360 degree feedback... 3 What it is.... 3 And isn t.... 4 Using the system... 5 Choosing your respondents... 5 Choosing your competencies... 5 Compiling your questionnaire...

More information

Leadership Certificate Program. Sample Personal Development Plan. May 1 st, 2013

Leadership Certificate Program. Sample Personal Development Plan. May 1 st, 2013 Leadership Certificate Program Sample Personal Development Plan May 1 st, 2013 Personal Mission Statement When I reflect on my definition of leadership, I realize that leadership is a complex concept that

More information

How to be more assertive

How to be more assertive How to be more assertive Student Counselling www.plymouth.ac.uk/counselling COUNSELLING WITH PLYMOUTH UNIVERSITY What is Assertiveness? Assertiveness is a way of communicating your feelings and opinions

More information

Task 1 Long Reading: Emotional Intelligence

Task 1 Long Reading: Emotional Intelligence At a glance Level: ISE II Task 1 Long Reading: Emotional Intelligence Focus: Task 1 Long reading Aims: To develop reading strategies by reading an article about emotional intelligence and answering three

More information

The Healthcare Leadership Model Appraisal Hub. 360 Assessment User Guide

The Healthcare Leadership Model Appraisal Hub. 360 Assessment User Guide The Healthcare Leadership Model Appraisal Hub 360 Assessment User Guide 360 Assessment User Guide Contents 03 Introduction 04 Accessing the Healthcare Leadership Model Appraisal Hub 08 Creating a 360 assessment

More information

Master Level Competency Model

Master Level Competency Model Change Manager Master Level Competency Model The Change Manager Master competency model sets an independent industry benchmark for SENIOR level change management practitioners. The model was launched in

More information

RESULTS REPORT FOR: NAWAF ALSUNAID TEST COMPLETED: November 7, 2016 RETEST COMPLETED: November 21, TalentSmart, Inc.

RESULTS REPORT FOR: NAWAF ALSUNAID TEST COMPLETED: November 7, 2016 RETEST COMPLETED: November 21, TalentSmart, Inc. RESULTS REPORT FOR: NAWAF ALSUNAID TEST COMPLETED: November 7, 2016 RETEST COMPLETED: November 21, 2016 2016 TalentSmart, Inc. www.talentsmart.com Contents My EQ Scores 1 What The Scores Mean 2 Now For

More information

Management Competencies - 360 Assessment

Management Competencies - 360 Assessment Management Competencies - 360 Assessment Up-skill managers to prevent and reduce workplace stress Line managers play a vital role in the identification and management of workplace stress. Managers will

More information

RPS / Health Education South London Leadership Programme Briefing

RPS / Health Education South London Leadership Programme Briefing RPS / Health Education South London Leadership Programme Briefing The Leadership Development Programme is developed specifically for the RPS / Health Education South London, by the CIPD to help develop

More information

Facilitation competency framework

Facilitation competency framework Inspiring leaders to improve children s lives Schools and academies Facilitation competency framework Resource Introduction and purpose 1 This booklet has been designed to help both new and more experienced

More information

Strengthening Personal Resilience. The prevention of stress at work. Derek Mowbray MAS.

Strengthening Personal Resilience. The prevention of stress at work. Derek Mowbray MAS. Strengthening Personal Resilience The prevention of stress at work Derek Mowbray www.wellbeing-and-performance-group.org.uk www.mas.org.uk MAS Derek Mowbray Chartered Psychologist Chartered Scientist Founder

More information

Training Session Plan: Developing Communication Skills

Training Session Plan: Developing Communication Skills Training Session Plan: Developing Communication Skills Session: Developing Communication Skills Session purpose: Learning outcomes: The purpose of this session is to give you tips and techniques on how

More information

KEY SKILLS OF JUNIOR CYCLE

KEY SKILLS OF JUNIOR CYCLE KEY SKILLS OF JUNIOR CYCLE Key skills of junior cycle Learners need a wide range of skills to help them face the many challenges presented to them in today s world. They develop specific skills in their

More information

Emotional Intelligence (EQ) Coaching

Emotional Intelligence (EQ) Coaching Emotional Intelligence (EQ) Coaching Based on Developing Emotional Intelligence: Realizing success with performance-based EQ coaching, by Joseph Liberti, EQ at Work, 2005 Contents Definition EQ Coach Defining

More information

ANGER MANAGEMENT. A Practical Guide. ADRIAN FAUPEL ELIZABETH HERRICK and PETER SHARP

ANGER MANAGEMENT. A Practical Guide. ADRIAN FAUPEL ELIZABETH HERRICK and PETER SHARP ANGER MANAGEMENT A Practical Guide ADRIAN FAUPEL ELIZABETH HERRICK and PETER SHARP Contents Acknowledgements v SECTION ONE: WHAT IS ANGER? 1 1 Introduction 2 2 Perspectives on anger 7 3 What does anger

More information

FINANCIAL ACCOUNTING MANAGER

FINANCIAL ACCOUNTING MANAGER Job Description FINANCIAL ACCOUNTING MANAGER This job description provides an indicative outline of the purpose and accountabilities of the role. Specific performance requirements and expectations will

More information

Management, Leadership and People Development Skills

Management, Leadership and People Development Skills Management, Leadership and People Development Skills Who are these courses for? Appropriate if: You Have Been Undertaking A Supervisory Role You Have Recently Been Promoted Or Appointed To A First Line

More information

Manager Development Program

Manager Development Program Manager Development Program For further information about any of the following workshops, please contact JoAnne Sims at 395-5115 or jsims@brockport.edu To sign up for any individual workshop or register

More information

Leadership and Management Programme

Leadership and Management Programme Leadership and Management Programme LEADERSHIP DEVELOPMENT 1 Message from the Vice-Chancellor Dear colleagues, we have developed a radical, ambitious and achievable Vision for our future. Achieving this

More information

Role Description Team Leader - Technical Support

Role Description Team Leader - Technical Support Role Description Team Leader - Technical Support Classification/Grade/Band Clerk Grade 9/10 ANZSCO Code PCAT Code Date of Approval Primary purpose of the role The Team Leader - Technical Support manages

More information

Identify questions to answer and problems to resolve 2.1; 3.1

Identify questions to answer and problems to resolve 2.1; 3.1 : mandatory competence units mapped to Personal Learning and Thinking Skills This map accompanies the PLTS Guide for practitioners which can be downloaded from www.skillscfa.org The guide includes: an

More information

Personal, Learning & Thinking Skills

Personal, Learning & Thinking Skills Personal, Learning & Thinking Skills Guidance for Young Apprenticeship in Business & Administration Value of Personal, Learning and Thinking Skills (PLTS) The Council for Administration (CfA) has identified

More information

Stress management competency indicator tool

Stress management competency indicator tool Stress management competency indicator tool How effective are you at preventing and reducing stress in your staff? Use the following questionnaire to assess your behaviour The Stress management competency

More information

career & work MACMILLAN LIFE SKILLS Lesson: Career and Work Teacher s notes Worksheet A

career & work MACMILLAN LIFE SKILLS Lesson: Career and Work Teacher s notes Worksheet A This lesson is about some of the different life skills needed in a job or career. It provides the opportunity to discuss many of the life skills covered on the Macmillan English site as they relate to

More information

Our Little Green Book

Our Little Green Book Our Little Green Book Values, culture and character through excellence in standards At the White Horse Federation we understand that every colleague is here for the best interest of the children. We want

More information

Self assessment tool. The Leadership Framework. Leadership Academy

Self assessment tool. The Leadership Framework. Leadership Academy The Leadership Framework Self assessment tool Leadership in the health and care services is about delivering high quality services to patients by: demonstrating personal qualities working with others managing

More information

Genos Organisational Effectiveness Survey Question Bank. Genos International

Genos Organisational Effectiveness Survey Question Bank. Genos International Genos Organisational Effectiveness Survey Question Bank 1 About Genos Genos provides world class assessments and development programs in the areas of organizational effectiveness, emotional intelligence,

More information

Civil Service. Competency Framework Level 3 HEO and SEO or equivalent. Level 3

Civil Service. Competency Framework Level 3 HEO and SEO or equivalent. Level 3 Civil Service 2012-2017 Level 3 HEO and SEO or equivalent Level 3 I n s p i r i n g E m p o w e r i n g C o n fi d e n t About this framework The Civil Service competency framework supports the Civil Service

More information

The Business Case for Emotionally Intelligent Leaders. Hand Out

The Business Case for Emotionally Intelligent Leaders. Hand Out The Business Case for Emotionally Intelligent Leaders Hand Out Definition of Emotional Intelligence Emotional Intelligence is probably best defined by academics Mayer, Salovey & Caruso who made the following

More information

Candidate Assessment Report. Chris Williams ABC Company

Candidate Assessment Report. Chris Williams ABC Company Candidate Assessment Report INTRODUCTION This Candidate Assessment Report presents the results of an evaluation on as part of a candidate selection process for. It is based upon the completion of an assessment

More information

It can also be linked to someone s frustration at not being able to express themselves or perform at the level they previously expected.

It can also be linked to someone s frustration at not being able to express themselves or perform at the level they previously expected. The emotional and behavioural effects of Brian Injury can be the most difficult to understand and treat. Many of the people who sustain a brain injury are left with some form of emotional or behavioural

More information

Emotional Intelligence and the Business Advantage

Emotional Intelligence and the Business Advantage Emotional Intelligence and the Business Advantage by Sebastian Salicru Applied Innovation Centre Paper Presented at CPA Congress on 20 May 2005, Perth WA Abstract During the last 15 years, there has been

More information

Table of Contents Page Introduction... 3 Key Feedback Principles... 4 Types of Feedback... 5

Table of Contents Page Introduction... 3 Key Feedback Principles... 4 Types of Feedback... 5 P r o v i d i n g q u a l i t y f e e d b a c k a g o o d p r a c t i c e g u i d e Table of Contents Page Introduction... 3 Key Feedback Principles... 4 Types of Feedback... 5 Positive Feedback... 5 Developmental

More information

Building Equality, Diversity and Inclusion into the NHS Board Selection Process for Chief Executives and Executive Directors March 2012 Edition

Building Equality, Diversity and Inclusion into the NHS Board Selection Process for Chief Executives and Executive Directors March 2012 Edition Building Equality, Diversity and Inclusion into the NHS Board Selection Process for Chief Executives and Executive Directors March 2012 Edition The NHS Leadership Academy s purpose is to develop outstanding

More information

Maintaining employees focus and motivation is essential if they are to make a full contribution to your business.

Maintaining employees focus and motivation is essential if they are to make a full contribution to your business. Maintaining employees focus and motivation is essential if they are to make a full contribution to your business. appraisals actively involve employees in understanding what is expected of them. By setting

More information

Leadership Dimensions Influencing for results Inspiring shared purpose Leading with care Connecting our service

Leadership Dimensions Influencing for results Inspiring shared purpose Leading with care Connecting our service Leadership Toolkit Analyse how you resolve conflict Leadership Dimensions Influencing for results Inspiring shared purpose Leading with care Connecting our service Conflict is a normal part of any healthy

More information

REDEMPTIVE GIFTS QUESTIONNAIRE. Directions for completing the questionnaire:

REDEMPTIVE GIFTS QUESTIONNAIRE. Directions for completing the questionnaire: 1 REDEMPTIVE GIFTS QUESTIONNAIRE Directions for completing the questionnaire: For each of the statements, think about how you usually function in your organisation. There may be times when you find it

More information

ALL-IN-ONE MEETING GUIDE

ALL-IN-ONE MEETING GUIDE ALL-IN-ONE MEETING GUIDE CENTERED LEADERSHIP PART 1: MEANING Overview The Centered Leadership model will help you lead with impact, resilience, and fulfillment at work and in your life. There are five

More information

Emotional Intelligence: Where are You? Monday conf call 3/21/11

Emotional Intelligence: Where are You? Monday conf call 3/21/11 Emotional Intelligence: Where are You? Monday conf call 3/21/11 GI PRO Balance Reactivation MannaQuest 2011 Seattle, WA Sept 2-4 Be There!!!!! Special Discount rate for Mannatech Associates with ATT Wireless:

More information

Team Core Values & Wanted Behaviours

Team Core Values & Wanted Behaviours Team Core Values & Wanted Behaviours Session Leader Guide This exercise helps you as a leader to establish a set of shared values and related wanted behaviours. To have shared values in a team will: y

More information

EMOTIONAL INTELLIGENCE ABILITY TO IDENTIFY AND MANAGE ONE S OWN AND OTHERS EMOTIONS. 2013 Hogan Assessment Systems Inc.

EMOTIONAL INTELLIGENCE ABILITY TO IDENTIFY AND MANAGE ONE S OWN AND OTHERS EMOTIONS. 2013 Hogan Assessment Systems Inc. EQ THE EMOTIONAL INTELLIGENCE ABILITY TO IDENTIFY AND MANAGE ONE S OWN AND OTHERS EMOTIONS. Report for John Doe ID HC243158 Date 27 February,2014 2013 Hogan Assessment Systems Inc. Introduction The Hogan

More information

Competencies relevant to the role of police constable

Competencies relevant to the role of police constable Competencies relevant to the role of police constable Integrated Competency Framework The Integrated Competency Framework is a series of national standards and guidelines that enable the Police Service

More information

Library Staff Development Programme Evaluation Report Managing Challenging Situations

Library Staff Development Programme Evaluation Report Managing Challenging Situations The Unversity for World-Class professionals Library Staff Development Programme Evaluation Report Managing Challenging Situations By Emily Shields Deputy Library Services Manager Paul Walsh ODT Officer

More information

Entrepreneur Feedback Questionnaire Responses

Entrepreneur Feedback Questionnaire Responses Entrepreneur Feedback Questionnaire Responses In total 30 feedback sheets 1. In light of the course objectives, please mark a plus if you feel that you improved, a check if you stayed the same, and a minus

More information

Resource Management FORM 1

Resource Management FORM 1 FORM 1 This competency self-assessment process is designed to help you identify your areas of strength and areas for development as a leader/manager in the Public Service of Newfoundland and Labrador.

More information

Johari Window A model for self-awareness, personal development, group development and understanding relationship

Johari Window A model for self-awareness, personal development, group development and understanding relationship Johari Window A model for self-awareness, personal development, group development and understanding relationship Adapted from www.businessballs.com, Copyright alan chapman 2003 The Johari Window model

More information

Level 2 Marketing mandatory knowledge units mapped to Personal Learning and Thinking Skills. Independent Enquiry

Level 2 Marketing mandatory knowledge units mapped to Personal Learning and Thinking Skills. Independent Enquiry Level 2 Marketing matory knowledge units mapped to Personal Learning Thinking Skills This map accompanies the PLTS Guide for practitioners which can be downloaded from www.cfa.uk.com The guide includes:

More information

DFID CORE COMPETENCY FRAMEWORK

DFID CORE COMPETENCY FRAMEWORK DFID CORE COMPETENCY FRAMEWORK DFID s Core Competency Framework presents competencies in three clusters as shown below. The red cluster groups the work-related competencies, the green has peoplerelated

More information

The Bexley Performance Management Scheme HR Service January 2014

The Bexley Performance Management Scheme HR Service January 2014 The Bexley Performance Management Scheme HR Service January 2014 LONDON BOROUGH OF BEXLEY THE BEXLEY PERFORMANCE MANAGEMENT SCHEME 1. The Benefits of the Performance Management Scheme London Borough of

More information

Starts with EQ. Emotional literacy is the key to personal power, because emotions are powerful. Claude Steiner

Starts with EQ. Emotional literacy is the key to personal power, because emotions are powerful. Claude Steiner Human Intelligence Starts with EQ IQ INTELLECTUAL QUOTIENT EASILY MEASURED IMPERSONAL LOW RISK MAIN EMPLOYMENT TOOL FACTS (THEORY) HUMAN DOING LEADS TO A FORMAL RATING EQ EMOTIONAL QUOTIENT VERY EASILY

More information

INTERNATIONAL ACADEMY OF EXPERIENTIAL EDUCATION No LLP LT-GRUNDTVIG-GMP

INTERNATIONAL ACADEMY OF EXPERIENTIAL EDUCATION No LLP LT-GRUNDTVIG-GMP INTERNATIONAL ACADEMY OF EXPERIENTIAL EDUCATION No. 142204-LLP-1-2008-1-LT-GRUNDTVIG-GMP This project has been funded with support from the European Commission. This site reflects the views only of the

More information

The Leadership Qualities Framework. For Adult Social Care

The Leadership Qualities Framework. For Adult Social Care The Qualities Framework For Adult Social Care i Contents Foreword by Norman Lamb MP 03 Introduction by Jo Cleary 05 Demonstrating personal qualities 11 Developing self awareness 13 Managing yourself 14

More information

Anger How do I manage it?

Anger How do I manage it? Where can I get further help? If you are concerned about managing your anger, make an appointment to see your GP or take a look at the Trust s website to see what services we offer and contact details.

More information

Succeeding in your New Nursing Position

Succeeding in your New Nursing Position Succeeding in your New Nursing Position Congratulations!! You ve not only been offered a nursing position, you ve also accepted one. Your hard work has paid off! The uncertainty that you ve felt since

More information

THE LEADER AS COACH: CREATING HIGH PERFORMANCE IN CHANGE

THE LEADER AS COACH: CREATING HIGH PERFORMANCE IN CHANGE ARTICLE THE LEADER AS COACH: CREATING HIGH PERFORMANCE IN CHANGE BY SUSAN WRIGHT, ED.D Marcus Buckingham reflects on his Gallup research, The corporate world is appallingly bad at capitalizing on the strengths

More information

Introduction to Working in Teams

Introduction to Working in Teams Introduction to Working in Teams 2006 TIME: Start on time the Workbook covers the activities in this module Introduce yourself ( your name should already be on the Board) very brief!! Set the example!!

More information

Self assessment tool for APS 5

Self assessment tool for APS 5 Self assessment tool for APS 5 Capabilities Supports strategic direction Supports shared purpose and direction Understands and supports the organisation's vision, mission and business objectives. Identifies

More information

Leadership Development Handbook

Leadership Development Handbook Leadership Development Handbook Presented by: Langara College Human Resources Prepared by: Jackson Consulting Group Aim of the Handbook is to provide: Leadership Development Handbook - Introduction help

More information

ASSESSMENT OF CAREER DECISION MAKING By: Vincent A. Harren, Ph. D.

ASSESSMENT OF CAREER DECISION MAKING By: Vincent A. Harren, Ph. D. ASSESSMENT OF CAREER DECISION MAKING By: Vincent A. Harren, Ph. D. PART I: How I Make Decisions Respond to the statements below in terms of how you feel based on how you have made important decisions in

More information

Sally Sample 24 August 2010

Sally Sample 24 August 2010 candidate interview report Sally Sample 24 August 2010 preface The RPMQ is a self-report questionnaire designed to measure characteristics that are important in the occupational setting. These characteristics

More information

South East London Social Work Reform Group Partnership CPD programme

South East London Social Work Reform Group Partnership CPD programme South East London Social Work Reform Group Partnership CPD programme Social Work practice and interpersonal skills in community empowerment course Appendices Appendix one: Continuing Professional Development

More information

Freelancing & Self-Employment in the Creative Industries 1

Freelancing & Self-Employment in the Creative Industries 1 Freelancing & Self-Employment in the Creative Industries 1 Introduction This guide has been created for students and graduates from Edinburgh Napier University s School of Arts and Creative Industries

More information